Recruiting must be approached digitally
In times of skilled labor shortages, increasing administrative pressure, and new data protection regulations, there is no way around a digital applicant management strategy. This expert article from the Swiss Leader magazine shows you how the right tools not only help you optimize processes, but also enable you to realign your recruiting strategy — mobile, data-compliant, and future-proof.
Demographic change intensifies the talent shortage
Even today, many companies are struggling to find qualified professionals — and this trend is expected to intensify. As of 2020, the baby boomer generation is retiring. For every two skilled workers leaving the labor market due to age, only one person is entering. Depending on the scenario, studies estimate that Switzerland will face a labor shortage of between 0.5 and 1.3 million people over the next ten years.
Digital challenge for HR marketing
In today’s competitive labor market, visibility is everything. Companies must position themselves attractively and efficiently to attract talent. A digital applicant management system provides targeted support in this area:
- Posting job ads directly from the system
- CI/CD-compliant employer branding
- Distribution across all relevant channels (website, intranet, job boards, social media)
- job ads are the business card of your company. They create the first impression — and they need to make it count.
This frees up valuable time for what really matters: advising, supporting, and driving strategic initiatives.
Flexible solutions for flexible times
Requirements for a digital applicant management system are just as diverse as the companies themselves. A modular and flexible e-recruiting solution can meet these customer needs with precision. Modern applicant management systems therefore offer:
- Customizable application forms
- Mobile-optimized application options
- Intuitive communication between applicants, HR, and hiring managers
- Easy integration of recruitment agencies
- Reports that enhance transparency
Technologically, the trend in applicant management systems is clearly moving toward greater flexibility — away from on-premise solutions and toward web-based SaaS models (Software as a Service). These are at least twice as cost-effective in terms of initial investment and ongoing operation. Maximum success can be achieved with minimal effort here. These low-hanging fruits simply need to be picked.
Mobile recruiting is now a must
Smartphones have not stopped at job searching — the majority of applicants already use them to look for open positions. Many companies still lag behind in meeting these expectations. According to studies, mobile application options are not just considered up to date; they are expected and actively demanded. Companies are under pressure to adapt. Mobile recruiting offers a straightforward way to be perceived as modern and forward-thinking. At the same time, it is a simple and functional tool for job seekers to apply without barriers. Since many candidates search for jobs on the go via mobile or tablet, the main goal of mobile recruiting is to keep the entry threshold as low as possible and ensure an uninterrupted application process. User-friendliness must be the top priority. Buttons, application forms, icons, dropdown menus — whether on Android, iOS, or Windows — the entire application process must be specifically designed and optimized for mobile devices. This enhances both attractiveness and usability. A fully mobile end-to-end application is still the exception today — but this is due more to limited technological implementation and ingrained applicant behavior than to a lack of demand. As both will evolve in the coming years, companies are urged to take digitalization and mobility seriously. Recruiting is a matter for top management as well.
The “war for talents” demands new approaches to recruiting
In today’s labor market — keyword: skilled labor shortage — reactive recruiting is no longer appropriate. Simply posting a job ad when a vacancy arises and hoping for suitable applicants is no longer enough. Especially in highly competitive fields, the “post & pray” approach rarely leads to success. What’s needed instead is a talent pool and sustainable strategies for building relationships with potential talent — long before a position becomes available. One key lever is the development of a company-owned talent pool that can be accessed at any time. So-called second-best candidates, who may not have been selected in the current process but show promise, should be actively added to this pipeline. The same applies to unsolicited applications and internal talent. This creates a valuable pool of potential employees with whom companies can stay in contact and nurture relationships — digitally, in compliance with data protection laws (GDPR), and strategically. This is how long-term candidate engagement works.
GDPR: Taking data protection seriously in recruiting
Since May 2018, the European General Data Protection Regulation (GDPR) has been in effect — including for Swiss companies that target EU citizens. Processes must be designed in full compliance, especially regarding the “right to be forgotten.” This is hardly feasible via email workflows. With a digital applicant management system, one click is all it takes to securely delete all data. The upcoming full revision of the Swiss Data Protection Act (DSG) will also make this step mandatory.
What modern e-recruiting systems must deliver
What modern e-recruiting systems must deliver The conclusion is clear: To succeed in the “war for talents,” you need long-term thinking, digital action, and a strong focus on relationship quality — not just job postings. But for these strategic approaches to work in practice, the right technological foundation is essential. Only with a powerful, flexible, and intelligent solution can you efficiently manage application processes, develop talent in a targeted way, and reliably meet data protection requirements.
Modern systems must offer:
- Reduction of administrative workload
- Maximum availability and performance
- Mobile capability and intuitive usability
- Direct integration with job boards and social media
- Modular structure tailored to individual needs
- Reports and KPIs for continuous optimization
- High service and update quality via SaaS
- Compliance with GDPR and Swiss data protection law (CH-DSG)
Digitalisation starts with recruiting
Modern applicant management is not a luxury — it's a necessity. Take advantage of digital tools to attract talent, streamline processes, and recruit in a future-proof way.